Help required on Linking HR KRAs to Incentives

Human Resources » Compensation & Benefits

	Message From: kanojiaM	Total Posts: 13	Join Date: 07/01/2009
Rank: Executive	Post Date: 06/09/2009 12:11:15	Points: 65	Location: India

Hi,

Linking performance incentive to KRAs for HR Professionals in a pharmaceutical industry.

Typically its easy to link incentives to KRAs for sales & manufacturing positions but for HR it is a little bit a grey area.

Can somebody help me out as how we can define the parameters to be linked with financial incentives in the following areas :

My friend has defined the following KRAs

• Competency Mapping of organization to be linked with processes like Recruitment, Appraisal & ISO 9000.

• Conduct Training Programs – internally & externally.

• Review & revamp the performance Appraisals of company and link it to the regular process with ownership by the Line Managers.

• Proactive recruitment of key positions by Headhunting, Attending seminars and
Networking.

• Review of all job responsibilities & tasks processes.

• Make the company- a preferred employee’s place of work.

• Initiate Employee Relations activities to motivate the employees and enhance the productivity thereby develop a happy & hardworking workforce.

• Integrated PR efforts to highlight the success story of the company in media.

If any ideas or views would be greatly appreciated.

Kanojia

	Message From: rkuppili	Total Posts: 115	Join Date: 07/01/2009
Rank: Leader	Post Date: 07/09/2009 09:26:52	Points: 575	Location: India

Hi Kanojia,

The KRA's sound good. Incentives for HR professionals as you mentioned are quite a gray area. Monetary incentives, typically could be one of the options after acheiving certain recruitment targets. Apart from this, if the HR employee has done something exceptionally good, then some HR certifications could be sponsered from the employer. A general feed back from other team members, managers and training participants (in case of HR personnel in L&D) can be taken to measure the efficiency of this person.

Hope this helps...

Cheers!

Radhika

	Message From: kumard	Total Posts: 20	Join Date: 07/01/2009
Rank: Executive	Post Date: 12/07/2010 09:07:05	Points: 100	Location: India

Hi Kanojia,

The KRAs sound OK, however it would help if they are more specific,broken down into specific tasks... for example...'Make the company- a preferred employee's place of work' - doesntsound like a task.. (actually sounds like TASK !!!).

If this is more specific broken down by asking questions - HOW and What would help with more specific KRAs and could be given point to each of it...

Could keep a criteria like if X points acquired... X incentive... and so on...

Also could make a few points in KRA as MUST and if not attainted those tasks with the specific timebound target... then cant be counted... or minus marked...or something like that...

Kumar

	Message From: alok sehgal	Total Posts: 11	Join Date: 07/01/2009
Rank: Executive	Post Date: 12/07/2010 09:08:44	Points: 55	Location: India

There is nothing wrong with KRAs of HR which you have mentioned.

KRAs, as a matter of fact, are directional statements of our areas where we need to deliver results.The quantification comes in GOALS which we set under each KRA.

Goal setting requires some amount of skills.

I will come to it later.In the meanwhile, please ask your friend to group his existing KRAs under four categories :-

1.Functional KRAs

2.Managerial

3.Innovations

4.Self & Subordinate Development.

Once he does it, the same KRAs will appear lot more focussed and it will be easier for him to do measureable goal setting.

In case you or he needs a clarification, please let me know.

Cheers,

Alok Sehgal

	Message From: spsundaralingam	Total Posts: 2	Join Date: 07/01/2009
Rank: Beginner	Post Date: 15/07/2010 11:15:52	Points: 10	Location: India

Hi,

I would like to give some inputs with regard to KRA & linking incentive for HR department. In my opinion, KRA should be more aligned with your current business goals. It is practically difficult to cover all KRA at a stretch and later end up in mess. There is an approach to make the KRA in to Goals. That approach will help you to define the action plans with target dates and address roadblocks, conflicts in achieving the goals. I have done the simillar exercise in my company (Pharma).

Let me know for any clarifications.

Regards

SP Sundaralingam